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    Dissatisfaction Factors

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    MD Rifat Zahir
    The document discusses the concepts of employee job satisfaction, job involvement, and commitment. It provides definitions for job satisfaction as an employee's emotional response to their job based on desired versus actual outcomes. Job involvement refers to how integrated an employee feels in their work, while commitment is an internal belief associated with trust in the organization. The document then analyzes two employee cases, Sheila and Azman, based on these concepts. It suggests Sheila is likely satisfied with her job due to flexible hours and recognition, while Azman's stressful schedule and lack of work-life balance indicate lower satisfaction and commitment. Overall, the key factors that influence an employee's attitudes are the nature of the work itself, work environment, recognition and rewards,

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    Dissatisfaction Factors

    Uploaded by

    MD Rifat Zahir
    84 views5 pages
    The document discusses the concepts of employee job satisfaction, job involvement, and commitment. It provides definitions for job satisfaction as an employee's emotional response to their job based on desired versus actual outcomes. Job involvement refers to how integrated an employee feels in their work, while commitment is an internal belief associated with trust in the organization. The document then analyzes two employee cases, Sheila and Azman, based on these concepts. It suggests Sheila is likely satisfied with her job due to flexible hours and recognition, while Azman's stressful schedule and lack of work-life balance indicate lower satisfaction and commitment. Overall, the key factors that influence an employee's attitudes are the nature of the work itself, work environment, recognition and rewards,

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    Dissatisfaction Factors & employee attitudes

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    The document discusses the concepts of employee job satisfaction, job involvement, and commitment. It provides definitions for job satisfaction as an employee's emotional response to their job based on desired versus actual outcomes. Job involvement refers to how integrated an employee feels in their work, while commitment is an internal belief associated with trust in the organization. The document then analyzes two employee cases, Sheila and Azman, based on these concepts. It suggests Sheila is likely satisfied with her job due to flexible hours and recognition, while Azman's stressful schedule and lack of work-life balance indicate lower satisfaction and commitment. Overall, the key factors that influence an employee's attitudes are the nature of the work itself, work environment, recognition and rewards,

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    84 views5 pages

    Dissatisfaction Factors

    Uploaded by

    MD Rifat Zahir
    The document discusses the concepts of employee job satisfaction, job involvement, and commitment. It provides definitions for job satisfaction as an employee's emotional response to their job based on desired versus actual outcomes. Job involvement refers to how integrated an employee feels in their work, while commitment is an internal belief associated with trust in the organization. The document then analyzes two employee cases, Sheila and Azman, based on these concepts. It suggests Sheila is likely satisfied with her job due to flexible hours and recognition, while Azman's stressful schedule and lack of work-life balance indicate lower satisfaction and commitment. Overall, the key factors that influence an employee's attitudes are the nature of the work itself, work environment, recognition and rewards,

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 5

    The topic of employee attitude and job attitude has always been debatable and confused topic

    among practitioners even though during periods when employees are being referred to as a
    valuable asset for organizational success and competitiveness.
    Employees have attitudes or viewpoints about many aspects of their jobs, their careers, and their
    organizations. However, from the perspective of research and practice, the most focal employee
    attitude is job satisfaction.

    What is Job Satisfaction?


    The most-used research definition of job satisfaction is by Locke (1976), who described it as a
    state which is enjoyable or positive that results from the appraisal of one's job or job experiences.
    Implicit in Locke's definition is the importance of both effects, or feeling, and cognition, or
    thinking.
    Employee job satisfaction can be described as an attitude that employees have about their
    organization and job. Methodologically, it can be said that job satisfaction is an employee's
    emotional response which can be compared between actual outcomes and desired outcomes.

    Why does it matter?


    One of the greatest challenges facing service organizations is possibly pursued quality service.
    This finding ways for maintaining and improving service quality is necessary.
    Organizations are social systems where human resources are the most important factors for
    effectiveness and efficiency. In order to achieve their goals and objectives, organizations require
    efficient managers and employees. Without their personal efforts and commitment, success
    cannot be achieved by these organizations. Job satisfaction is critical to retaining and attracting
    well-qualified personnel.
    With management, employee attitude and reactions to organizational change are associated with
    departmental performance and this considered as an important assumption. In a service business,
    customer satisfaction is a critical performance indicator along with measures of unit productivity
    and administrative effectiveness.

    Before we dig in deeper, we need to determine whether the both person in our case, whether they
    are satisfied or not. To determine that we are going to use the following job satisfaction model.

    Measuring Dissatisfaction
    In the 1st case,Sheila has comparatively lower pay than Azman. So this may cause a
    dissatisfaction. Due tolack of proper parameter of salary in the cases we cannot say exactly, if it
    is satisfactory or not. But we may assume that Sheila may get a dissatisfaction from the
    comperatively lower salary.
    Again, Sheila has the most incentives and other benefits she may have. She has recognition as a
    senior staff, she has flexible job schedule to balance her work-life stress. Working conditions
    should be assumed as flexible due to job description and the job is secured enough to continue
    with the case.
    On the other hand, as we can see that Azman cannot balance his work-life stress. Besides he has
    to work on holidays too. So working condition is not fair enough, which may cause job
    dissatisfaction. In his case there is no recognition that we can presume like Sheila in case 1. Job
    schedule is not flexible, so Azman has to work without any delay. There is a lot od clues we can
    see to assume that Azman may be dissatisfied with his job.
    A summary of the above discussion can be given in a table as following-

    Dissatisfaction Factors
    Poor Pay
    Poor Compensation
    Poor Work Conditions
    Lack of Promotions
    Poor Benefits Offering
    Lack of Job Security
    Lack of Recognition

    Sheila

    Azman

    Measuring Satisfaction
    Sheila, the 1st case, has lower salary so the possibility of personal growth is limited. Besides her
    career in a retail store is not as much as shiny like Azman on the other hand. Azman is an
    enginner and working in a reputed firm so the possibility of personal growth is much higher.
    Sheila has job recognition as a senior stuff of the stire, but Azaman doesnt have that much. At
    least the case doesnt says anuthing about that.
    Sheila must have good relationship with the store manager, so she gets flexible job schedule and
    promotions can be assured through this. But in case of Azman, he has to work even in holiday
    and his tight schedule is like perfect job holder 8 to 5. So it doesnt seems to be satisfactory for
    any service holder.
    But one fact that we cannot ignore that Azman has the most promising career to advance. He is
    an engineer, on the contrary Sheila just a store keeper. So career advancement is more promising
    which may be satisfactory with his overload of work.
    Satisfaction Factors
    Personal Growth
    Recognition
    Good Manager Relationship
    Promotions
    Advancement
    Lack of Recognition

    Sheila

    Azman

    Job Satifaction in the actual Scenerio


    From my point of vie and prior knowledge it seems to be clear. The following decision that I
    assume that

    Sheila is satisfied with her job


    Azaman is not satisfied with his job. (at least I wont be satisfied as a human)

    Measuring the both cases with job attitudes


    Job satisfaction
    As stated earlier, the work situation matters in terms of job satisfaction and organization impact.
    Contrary to some commonly held practitioner beliefs, the most notable situational influence on
    job satisfaction is the nature of the work itself-often called "intrinsic job characteristics."
    Research studies across many years, organizations, and types of jobs indicate that employees
    give more importance to the nature of the work itself when asked to evaluate different facets of
    their job such as supervision, pay, promotion opportunities, coworkers, and so forth.
    This is not to say that good salary or effective supervision is not important but rather much more
    consideration should be given to job satisfaction by ensuring that work is interesting and
    challenging as possible.
    Casse 1
    Case 2
    Sheila has a suitable work wnvironment and Azaman has a stressful work environment and
    recognition as a senior stuff at the store are key there is nothing mentioned about his
    motivation towards job satisfaction.
    recognition at workplace. This doesnt seems
    to be satisfactory.

    Job involvement
    Job involvement is likely to be affected by aspects of organizational culture. Job involvement is
    important because of well-established associations with a range of organizational outcome. It is
    also found that employees who are more involved in jobs are more satisfied with their jobs and
    can be expected to be more committed to their organization.
    Employees who are highly committed towards their organization are more likely to stay than
    those who are relatively uncommitted.
    Casse 1
    Case 2
    Sheila is not that much integrated with her Azaman seems to be a lot involved to his job
    work life but due to her flexible and stress free and very much committed to his work.
    worklife it is considerable that she is satisfied So this may sound like he is satisfied. But
    with her job
    again his work-life balance is nothing and he is
    stressed as it is mentioned in the case.

    Employee commitment
    The concept of organizational commitment refers to a person's affective reactions to
    characteristics of his employing organization.
    Commitment is an internalized employee belief, often associated with "soft HRM" and a hightrust organizational culture and is frequently associated with an exchange relationship between
    the employer and employee.
    From the point of view of employees, they commit to an organization in return for certain
    rewards, which can be extrinsic (salary) and intrinsic.
    Casse 1
    Case 2
    Sheila is commiteed to her work as she Azaman has a stressful work environment and
    somehow covers her job at any time shge there is nothing of his personal life at all. He
    wants. Her recognition at workplace leads cant even attend his childs school events.
    towards the commitment to her work.
    This may cause lack of commitment.

    It is said that everyone should have a positive attitude. In practice it is really difficult to maintain
    a positive attitude every time. Whenever a problem arises, change in attitude is obvious to such
    an extent that having negative attitude cannot be avoided. The lack of positive attitude is the root
    cause of tension, anxiety, demoralization, nervousness and depression. Now a day almost
    everybody is in tension.
    Therefore, job satisfaction and job involvement are attitudes which are determined by the
    individual's perceptions of their total job situations, including the physical work environment, the
    terms and conditions of their employment and the degree to which they are given autonomy,
    responsibility, authority and empowerment in their jobs.

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